code of - pepsi philippines...1 code of conduct this code of conduct applies to every employee and...
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CODE OF
CONDUCT
This Code of Conduct applies to every employee and consultants of Pepsi-Cola Products Philippines, Inc. at all locations nationwide.
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Company Vision, Mission, and Values ................................................ 3
Relationship with Employees ................................................................ 4
I. Business Information ......................................................................... 5
II. Customers, Suppliers, and Competitors ......................................... 5
III. Anti-Bribery And Anti-Corruption..................................................... 6
IV. Solicitations ....................................................................................... 8
V. Conflicts of Interest .......................................................................... 9
VI. Email, Internet, and Intranet ........................................................... 11
VII. Safety and Environmental Protection .......................................... 11
VIII. Political and Community Activities and Contributions .............. 12
IX. Accounts and Record-Keeping ...................................................... 12
X. Third Party Partners ........................................................................ 13
XI. Disclosure ....................................................................................... 13
XII. Resolution of Conflicts of Interest or Violations to the Code ..... 14
XIII. Progressive Discipline ................................................................. 15
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We will continue to market a portfolio of international and home-
grown branded quality products at prices that provide good value to
our consumers in key Food & Beverage categories.
We are committed to expand the business and provide healthy financial returns to our
shareholders, opportunities for growth and enrichment to our employees, business partners
and the communities where we operate.
Be the premier Food and Beverage
Company in the Philippines.
OUR VALUES
OUR VISION
OUR MISSION
Think and act as if
you own the
business.
Deliver superior
results through
quality execution
and continuous
improvement.
Treat everyone with
respect and value
diversity.
Respond actively to
the needs of
internal and
external customers,
consumers, and
business partners.
Do the right thing all
the time in a
transparent and
trustworthy way.
PASSION EXCELLENCE INTEGRITY SERVICE PROFESSIONALISM
Supporting the company’s Vision and Mission is a set of identified values instilled in all PCPPI employees, creating and safeguarding an open, fulfilling work culture and environment.
We remain strong with our core values of:
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PCPPI’s most important strength is its employees. We believe in treating each other with respect and fostering an atmosphere of caring open communications and candor.
We place a great deal of emphasis on personal integrity and believe long-term results from real accomplishments are the only fair way to judge performance.
We respect individual differences in culture, ethnicity and color. Subject to specific provisions of the Philippine labor and the other laws, PCPPI is committed to equal opportunity for all employees and applicants without regard to race, color, religion, gender, sexual orientation, age, marital status or national origin.
We are committed to providing a workplace free from all forms of discrimination, including sexual and other form of harassment. We respect the right of individuals to achieve professional and personal balance in their lives.
We relate to our employees fairly and equitably, providing them with a safe and sound work environment. This is concretely manifested by :
Selecting, hiring, promoting personnel on the basis of capacity and competence without discrimination as regards to age, race, religion, nationality or gender, with due compliance to specific provisions of the Philippine Labor and other Laws.
Providing fair employee remuneration according to their contribution to the business while taking into account existing policies and business exigencies;
Negotiating Collective Bargaining Agreements (CBA) consistent with law, business philosophy on affordability and performance of market forces;
Fostering a work environment where personal, career development and professional training are encouraged; and,
Informing employees about PCPPI affairs that concern their welfare.
All employees are expected to maintain high standards of morality, integrity, professionalism and general good character in the conduct of their daily activities consistent with the Corporate Mission and Values, as well as policies, rules and regulations.
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In all of its business dealings with suppliers, customers and competitor, PCPPI will:
Compete vigorously and with integrity;
Treat all customers and suppliers honestly, fairly, and objectively;
Not discuss pricing or any matters affecting pricing with competitors;
Avoid unfair or deceptive practice and always present our services and products in an honest and forthright manner;
Never criticize a competitor’s product without a factual basis for such statements, or act in any manner design to exclude competitors from the marketplace; and,
Make clear to all suppliers that we expect them to compete fairly and vigorously for our business, and we will select our suppliers strictly on merit.
We are committed to the promotion of free enterprise. Therefore, we recognize the importance of laws which prohibit restraints of trade, predatory economic activities and unfair or unethical business practices. We will comply with such laws whenever they exist.
Ii. CUSTOMERS, SUPPLIERS, AND COMPETITORS
Employees should not disclose intentionally to
anyone outside of PCPPI (including family
members) any information about the Company
which is confidential or that could be deemed to
constitute a “trade secret”.
Within PCPPI, employees should only discuss or
disclose material on non-public information in the
ordinary course of business and when they have
no reason to believe that the information will be
misused or improperly disclosed by the recipient.
In case of any doubt, employee must seek
approval from his line manager/management
before disclosing any information.
i. Business information
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iii.
aNTI-BRIBERY
ANTI-CORRUPTION
PCPPI adheres to indispensable standards of doing business legitimately, ethically and with integrity. Any and all forms of bribery and corruption are unacceptable and will not be tolerated, whether direct or indirect, by employees or by third party partners acting in PCPPI’s behalf.
We shall under no circumstances offer, give permission, authorize, consent or accept any and all forms of bribes, which include facilitating payments or any other form of inappropriate payment with the intention of obtaining benefit or gain.
PCPPI explicitly prohibits corrupt practices involving public officers. PCPPI recognizes that employees or third party partners involved in public officer bribery are made answerable in the same manner as public officer either as co-conspirator or for a separate offense of corruption of public officer.
Further, Presidential Decree No. 46 makes it punishable for any public officer to receive, directly or
indirectly, and for private person to give, or offer to give, any gift, present or other valuable thing to a
public officer during any occasion, if given by reason of the official’s position.
For this purpose, public officer shall mean to include officials and employees of all branches of
government including the armed forces and the police; officials and employees of government owned
or controlled businesses including charitable enterprises; officials, employees, and individuals
working in an official capacity for or on behalf of governments or public international organisations
whose officials are afforded diplomatic immunity.
A . Dealing With Public Officers
As part of doing business PCPPI recognizes that engagements with government and its officers will always be present, however such engagements shall be made appropriately. Reasonable and bona fide expenditures involving public officer may include meals, gifts, sponsorships or charitable contributions provided:
Consistent with generally accepted standards for professional courtesy;
Must have bona fide and legitimate business purpose;
Must be made in good faith;
Approved by HR or Legal and Government Relations;
Sponsorships and charitable contributions have been pre-approved under PCPPI’s
existing policies and guidelines.
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Employees and third party partners shall not accept or offer any gift, favor, loan, special
service, payment or special treatment of any kind from any individual or organization
which conducts or seeks to conduct business with the company, or which competes with
PCPPI. Furthermore, employees and business partners acting in PCPPI’s behalf should never
offer give permission, authorize, consent or accept gifts and entertainment of any form where
doing so might create a feeling of obligation, or give that impression or perception of corruption.
However, even if such giving or accepting of gifts may be considered legally compliant, employees shall not give, offer or accept any and all forms of gifts if in doing so would violate any other PCPPI Policy or in any case create an impression of corruption or bribery.
Except for reasonable, genuine, legitimate business purpose particularly made in good faith gifts may be accepted upon concurrence of the following conditions:
It would be consistent with good business practice;
It could not be considered a business inducement;
The gift offered or to be accepted is not cash or cash equivalents, except if it is of nominal value (defined as P1,000.00 or lower);
Approved by the HR or Legal and Government Relations before prior to the giving or acceptance of any gift;
It is declared to the company.
Employees and third party partners acting in PCPPI’s behalf must take special care since the gestures and actions maybe be interpreted as bribery.
B. Gifts
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PCPPI encourages employees to report any concerns about corruption encountered. It is important that if suspicion arises reporting should be made immediately. Employee may raise such concerns via Speak Up , or thru HR or Legal and Government Relations.
PCPPI guarantees that any concerns will be handled with outmost sensitivity and due care ensuring the anonymity of the person who voluntarily gives information on the suspected misconduct.
C. Reporting
An employee or third party partner found to have violated this policy shall be subjected to appropriate disciplinary action(s).
D. Discipline
IV. SOLICITATIONS
Employees are prohibited from engaging in personal and commercial solicitation with fellow employees during Company time and within the Company premises. However, company may endorse solicitations related to welfare, morale, charitable or civic programs.
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PCPPI’s conflicts of Interest policy is straightforward:
Do not compete with PCPPI businesses.
Never let your business dealings on behalf of PCPPI be influenced, or appear to be influenced, by personal or family interest.
V.
CONFLICTS OF
INTEREST
The following would constitute conflict of interest :
A. With Business Enterprises
Employees serving as directors, officers, consultants or employees of enterprises which conduct or seek to conduct business with the Company.
B. With Professional, Trade and Other Organization
Employees affiliating themselves with professional, trade or other organizations conducting activities in behalf of such organizations which interfere, conflict or are inconsistent with their status and responsibilities as employees of the Company. This does not apply to duly authorized membership in organizations mandated by law like the Integrated Bar for Lawyers and other professional organizations for professional growth in which the employee acts only as a member.
C. Running For, and Holding Elective or Appointive Positions
Employees holding office in the government, other than those provided in the Company policies, while fulfilling their duties as a fulltime Company employee.
These rules do not cover relationships which were known to PCPPI prior to hiring of the employee concerned and were disclosed in writing during the application and negotiation for their hiring for which there is an expressed approval and specifically referred to in the employment contract.
A deliberate action not to disclose any and all conflicts of interest as provided and required by the herein policy shall subject the concerned employee to appropriate management action which if proven will result to the imposition of appropriate sanction(s).
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DEGREES OF RELATIONSHIPS
Note : Step relationships (step-brother, step-father, etc.) are considered to be the same as blood relationships.
Children
Grand
Children
Great Grand
Children
Parents
Brothers/
Sisters
Nephews/
Nieces
Grand
Nephew/s
Nieces
Grandparents
Uncles/Aunts
First
Cousins
Great
Grandparents
Great
Uncle/Aunts
Great Great
Grandparents
Great Great
Grand
Children
1
1
2
2
2
3
3
3
4
4
4
3
4
4
Parents
1
Spouse
0
Brothers/
Sisters
Nephews/
Nieces
Grand
Nephew/s
Nieces
2
3
4
First Degree
Second
Degree
Third
Degree
Fourth
Degree
COLOR LEGEND
First
Degree
Second
Degree
Third
Degree
Fourth
Degree
AFFINITY
CONSAGUINITY
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VI. EMAIL, INTERNET, AND
INTRANET
PCPPI’s E-mail, Internet and Intranet systems are to be used for Company business only. In no event may the systems be used for sending and/or receiving: discriminatory and harassing messages, materials which are unprofessional and obscene which would violate this Code and materials for personal interest.
The E-mail system, including all equipment, information and messages is the sole property of PCPPI. Subject to legal restrictions specifically provided for by the constitution and laws and regulations on the principle of personal privacy, PCPPI will monitor employees’ message transactions and will provide stored message information accordingly in case of litigation or any appropriate government inquiry.
VII. Safety and
Environmental
protection
Pursuant to the provision of books III and IV of the Labor
Code and the other laws, PCPPI is committed to providing
a safe and healthy work environment and to being an environmentally
responsible corporate citizen.
It’s our policy to comply with all applicable environmental, safety and health laws and regulations. Furthermore, each employee
must comply with the Company policies concerning violence in the workplace, alcohol, and
substance abuse.
We believe that protecting the environment is an important part of good corporate citizenship. We
are committed to minimizing the impact of our businesses on the environment with methods
that are socially responsible, scientifically- based and economically sound. We
encourage conservation, recycling and energy use programs that promote
clean air and water and reduced landfill waste.
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VIII.
POLITICAL AND
COMMUNITY ACTIVITIES AND CONTRIBUTIONS
PCPPI believes in contributing to society and encourages employees to participate in community activities. Employees are allowed to support community and non- government organization activities consistent with PCPPI’s business and social policies, subject to the written approval of:
Employee’s immediate superior
Human Resources Policies and Procedures related to this subject.
We will continue to communicate information and opinions on issues of public concern which may affect PCPPI. Decisions by our employees whether or not to contribute time, money or resources of their own to any political or community activity are entirely personal and voluntary and as long as they do not otherwise cause an infringement of this Policy.
We will comply with the laws of the Philippines in promoting the Company’s position to government authorities and in making political contributions, since these may be prohibited or regulated. Any such contribution requires the approval of PCPPI’s Board Directors, through the Chief Executive Officer (CEO), as this involves fundamental business policy.
We will continue to observe the most stringent
standards in keeping of company records (financial,
sales or operating records) in order and in
accordance with the Philippine Generally Accepted
Accounting Principles and other professional and
industry standards.
Our books will reflect all components of transactions,
as well as our company standards of honest and
forthright presentation of the facts.
IX. ACCOUNTS AND
RECORD– KEEPING
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X. THIRD PARTY PARTNERS
Third party partners, consultants, agencies and their employees should be aware of this Code and is expected to comply with all provisions with respect to their work for the Company. This will be part of their contract of service.
Violation of the Code by:
Existing partner will be investigated and may be subject to due process which may result to termination of contract.
Potential partner will automatically disallow them from a contract with the Company.
XI. DISCLOSURE
Each year an annual Code of Conduct refresher will be
provided to all employees and consultants, where all are mandated to accomplish the Certificate of Compliance with the Code of Conduct. Plant MANCOM members, Head Office personnel, and all employees holding positions that can directly influence the Company business decisions are asked to complete and regularly update Statement of Outside Employment and Financial Interest.
This certification signifies that the employee and/or consultant have:
Read and understood these documents.
Compliant with the Code, except as otherwise indicated; and,
Matters needing disclosure have been disclosed accordingly to immediate superior and HR.
If, in between sign-off periods, a change happens which puts the employee in a situation where he is no longer in compliance with the Code, he/she should promptly disclose with his superior and file a new certification describing the matter.
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XII.
RESOLUTION OF
CONFLICT OF
INTEREST OR
VIOLATIONS TO THIS
CODE If an employee’s statement contains any instance of conflict of interest or a violation of this Code, plan of action should be taken in accordance with the Progressive Discipline and Corrective Action Program (PD CAP) and the Code of Conduct Issues Resolution Guidelines. The plan of action shall be formulated by the following review committees:
Employees Holding Sensitive Positions – Head Office Review Committee:
Head Office HR Manager
VP – Legal and Government
Relations
SVP - HR
SVP-CFO
The Head Office Review Committee shall be responsible in formulating the plan of action concerning employees holding sensitive position, as defined. The plan of action shall be presented to the President for approval.
Other Employees – Plant Review Committee:
General Manager
Local HR Manager
Finance Manager
The Plant Review Committee shall be responsible in formulating the plan of action concerning other employees. The plan of action shall be presented to the Plant General Manager for approval.
The Line Manager, Local HR Manager and Finance Manager shall be responsible in implementing the plan of action and reporting the result to the Head Office Review Committee. These should be properly documented and should form Part of 201 file of employee.
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XIII. Progressive discipline
The Company believes that the disciplinary action meant to correct rather than to punish employees violating this Code. Disciplinary actions are imposed, as much as possible, in progressively increasing weights.
With regard to the annual accomplishment of the “Certificate of Compliance with the Code of Conduct” and the “Statement of Outside Employment and Financial Interest” (“ Forms” ), any subsequent violation shall be considered habitual violation of this Code, in which case certain number of days of suspension, 10 days at the minimum, or dismissal, may be imposed on top of the applicable corrective action.
The enumeration of above offenses is not all-inclusive. Other offenses/violations of this Code not provided for herein shall subject the employee concerned to appropriate corrective action.
The decision to dismiss is always cleared with Corporate HR, EIR & Legal Departments so as to ensure there is full-compliance with laws and jurisprudence.
Penalties: 1. Late submission of at least 10 days of the duly accomplished COC
Certification Form without valid reason – Written Reprimand to a Maximum of 30 days suspension
2. Deliberate incomplete declaration of the information required in the Forms – From at least 10 days Suspension to Dismissal
3. Verbal or implied refusal to accomplish the Forms - From at least 10 days Suspension to Dismissal
4. False declaration of information required in the Forms – From at least 15 days Suspension to Dismissal
5. Deliberate non-disclosure of conflict of interest- From at least 30 days suspension to Dismissal.
6. Violation of Anti Bribery and Anti-Corruption Policy- From at least 60 days suspension to Dismissal.
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Pepsi - Cola Products Philippines, Inc. KM 29 National rd. Tunasan, Muntinlupa City.